The Components of Empowerment
There is a formula for empowerment. Empowerment is definitely achievable, if a person is strong minded and truly believes. The bar for success and effectiveness in this society has been raised. The four components for empowerment includes: participation, delegation, capitalization, and trust (Whisenand & Ferguson, 2009). The formula states that delegation plus participation plus capitalization divided by trust equals empowerment. A leader is placed in position to share the responsibility for decisions and tasks with others. Effective delegation allows a leader to expand and apply their knowledge to execute the work of the department successfully. In order to do that you must receive participation. It is up to the leader to be the motivating factor towards sparking an interest to ...view middle of the document...
There is uniqueness for everyone, finding what it is, how it works for that person determines the dos and the don’ts. Finding out what motivates a person places a leader at ease because you will know what to do to get this employee to respond to the best of their ability. Once a leader has mastered these tasks, the next step is to start developing a professional relationship to earn their trust.
The Role of Trust in Personnel Issues
Trust in the workplace can be awkward at times; not knowing who an employee can express their concerns to without feeling bad or betrayed can become a battle. Trust is very important between management and workers. If there is at least no minimum amount of trust in the workplace, it can be difficult for all. Leaders need to also be able to trust their employees too. Establishing trust among personnel helps develop a system that makes accountability for everyone easier.
Trusting personnel involves a few steps, the first step includes understanding the person who’s trust you are gaining, little things mean a lot, clarifying expectations, demonstrating loyalty, apologizing for withdrawals, really caring, and lastly, displaying personal integrity(Whisenand & Ferguson, 2009). These steps mentioned can create not only trust, but stability in the department. Management needs to be the first to make a commitment to their personnel; this will establish some type of visual support. Opening up to people and letting them know you are human, have emotions, and feelings can also place them at ease. Personnel should have no problems trusting each other as long as everyone in the department commits to interact, offer guidance, displays honesty, integrity, express gratitude, and maintain a strong support and value system.
Whisenand, P.M., & Ferguson, R.F. (2009). Managing Police Organizations (7th ed.).NJ: Prentice Hall